RECRUITMENT &

SELECTION PROCESS

Submitted To: Miss.Shally Garg

Submitted By: Swati Sharma
Roll. No.: 20421074
MBA-1 ‘B’
  Introduction

 Company profile
CONTENTS  Recruitment
• meaning and definition
• recruitment process
 Selection
• meaning and definition
• selection process
 Conclusion
 INTRODUCTION
• “The Company is known by the people and its employees.”
• Human Resource is the combination of quantitative and qualitative
assessment of human beings in the society. It does not mean only the
number of people working in the organization; but it is the aggregate of
employees, employee skills, knowledge, ability, talents, aptitude, and
creativity. The success and failure of an organization depends to an extent
as to how much efficient, experienced, and capable employees are
procured and recruited.
 COMPANY PROFILE
 Tata Motors Limited is an Indian multinational
automotive manufacturing company.
 Headquartered in Mumbai, India.
 Member of TATA Group.
 Founded in 1945 .
 The company is ranked 226th on the Fortune
Global 500 list of the world's biggest corporations
as of 2016.
 Its Products Include : Passenger cars, Trucks, Vans,
Buses, Sports cars, Military vehicles.
 RECRUITMENT
• Recruitment forms the first stage in the process, which
continues with selection and cease with placement of the
candidate. Recruitment makes it possible to acquire the
number and type of people necessary tonsure the
continued operation of the organization.

Meaning and Definition:

In simple terms Recruitment is understood as a process
for searching and obtaining applicants for jobs, from
among the available recruits. A formal definition of
Recruitment is:
 RECRUITMENT PROCESS

PLANNING STRATEGY SEARCHING SCREENING EVALUATION

DEVELOPMENT AND CONTROL
1. R E C R U I T M E N
T PLANNING • The first stage in the Recruitment Process is
planning. Planning involves the translation of
likely job vacancies and information about the
nature of these jobs into a set of objectives is
targets that specify the number and type of
applicants to be planned.
 i. Make or Buy Employees

ii. Technological Sophistication of

Recruitment and Selection Devices
iii. Geographic distribution of labour
2 . S T R AT E G Y markets comprising job seeker
DEVELOPMENT Sources Of Recruitment

Internal sources

External sources
 Source Activation: Source Activation takes
place when a job vacancy exists in the
organization. If the organization has planned
and well and done a good job of developing its
source and search methods, activation soon
results in a flood of application.

3. SEARCHING
Selling: In selling the, both the Message and
Media deserve attention in the organization.
Message refers to the employment
advertisements. Media refers to the source of
any recruiting message. For example,
Employment Exchanges, Advertises in Business
magazines
4. SCREENING
The purpose of screening is to remove from the recruitment process at an early stage, those
applicants who are visibly unqualified for the job. Effective screening can save a great deal
of time and money. Care must be exercised to assure that potentially good employees are
not lost.

5. EVALUATION AND CONTROL

It is necessary as considerable costs are incurred in the recruitment process. Statical

information should be gathered and evaluated to know the suitability of the recruitment
process.
 Selection has been regarded as
the most important function of
HR department. It ensures the
organization that; it has right
number, right kind of people at
the right place and at the right
time. Meaning and

SELECTION Definitions:

“It is the process of

differentiating between applicants
in order to identify (and hire)
those with the greater likelihood
of success.”